The compensation review seeks to address remuneration disparity, further support the retention, engagement and motivation of skilled and competent officers to effectively deliver public services, and to move toward a ‘Total Rewards’ Scheme that promotes high performance. Photo: GIS/File

Consultancy firm PricewaterhouseCoopers Advisory Services Limited (PwC) has reported that 585 survey responses have been received and 15 stakeholder meetings held with Public Officers across the Virgin Islands Public Service. Photo: GIS

According to a press release from Government Information Service (GIS), PwC consultants identified specific themes that were consistent across all stakeholder meetings in the Current State Assessment phase of the compensation review.

The themes included the cost of living, low grading of technical positions, merit vs. seniority, resources on the Sister Islands, the disparity in allowances, the profile of the workforce, and the perception of the pension scheme.

It said meetings were held with different groups of public officers including: Human Resources Managers, Law Enforcement Agencies, Legal Offices, Technical Departments, Educational Departments, Legislators, Ministerial Officers, Policy and Administrative-driven Offices, Senior Managers, Health and Social Services, Unions and Associations, Private Sector entities, Environmental Health and Workforce Development, Teachers and Sister Islands officers.

Survey receives 585 responses

PwC also created a survey to gauge individual officers’ feelings regarding compensation to capture feedback from those who were not covered in the stakeholder meetings. The 10 to15 minute long survey have received over 585 responses to date, a feat that Permanent Secretary Mrs Sharleen S. Dabreo-Lettsome says is a major accomplishment.

“The sheer number of feedback received during the Current State Assessment is very impressive and will hopefully capture a picture of public officers’ feelings regarding the current compensation package,” Mrs DaBreo-Lettsome said.

The compensation review seeks to address remuneration disparity, further support the retention, engagement and motivation of skilled and competent officers to effectively deliver public services, and to move toward a ‘Total Rewards’ Scheme that promotes high performance.

The next phase of the Compensation Review is the “Compensation Philosophy & Revised Classification System”. During this phase, a compensation philosophy and revised classification system will be developed and will encompass a review of leading practice classifications and job coding frameworks, such as the International Standard Classification of Occupations (ISCO).